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HR Generalist

An HR generalist is often the earliest HR recruit made by a company. As the title implies, this is a person with a wide variety of tasks rather than a specific area of employment. However, the HR generalist is in charge of the bulk of HR functions, such as recruiting, compensation and advantages, HR administration, and other obligations.

HR departments separate HR Generalist functions into distinct roles as companies grow, with subject matter specialists taking over each of these zones. Some firms maintain the title to describe a person who performs the organization’s primary people-related duties.

What Is the Role of an HR Generalist?

Your responsibilities as an HR Generalist will be multifaceted. You’ll be in charge of a wide range of Hr functions, such as organising training, managing employee benefits and leaves, and developing HR policy. Human Resources Information Systems will be used to guarantee that all employee records are up to date and private. You will also serve as the primary point of contact for HR-related questions from workers.

The objective is to guarantee that the HR department’s activities function smoothly and successfully to provide maximum value to the corporation overall.

Brief Responsibilities of an HR Generalist

  • Manage reward and recognition programmes.
  • Assistance in the acquisition and recruiting of professionals.
  • Conduct employee onboarding and assist in the organisation of training and growth programmes.
  • Provide assistance to employees on different HR matters, such as leaves and compensation, and address any difficulties that may occur.
  • Promote HR programmes that will result in a more efficient and conflict-free workplace.
  • Support the formulation and implementation of HR policy
  • Perform quality management responsibilities.
  • Collect and evaluate data using HR indicators such as time to recruit and employee attrition rates.
  • Plan quarterly and yearly employee performance evaluations.
  • Keep electronic and paper personnel files and records.
  • Increase job satisfaction by immediately addressing difficulties, implementing additional perks and rewards, and arranging team-building events.
  • Ensure that labour rules are followed.


Jargons a.k.a. Terminologies That HR Generalists Should Know

Every field has a specific vocabulary, which might be difficult to grasp for outsiders. However, HR terminology impacts all employees. Here are a few examples of terminology that an HR generalist should be familiar with.

KPI (Key Performance Indicator):

These are quantifiable goals that each employee must have to determine whether they are successful or need to develop.

PIP (Performance Improvement Plan):

It is a paper that leads an employee through the changes and improvements they must make to maintain their employment. They are commonly available in a month, 2 months, or quarter periods.

Onboarding Employees:

This is the procedure that an organization does to familiarize a new professional. This is sometimes used to refer to paperwork and administrative aspect of recruitment. However, it should also incorporate the training that each employee will require to transition to life in a new position.

Appraisal Based on Performance:

This is a frequent occurrence in which the management meets with the professional to assess his/her performance.

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